For hiring in a tight labor market, a company needs out of the box hiring strategies to entice the quality candidates towards the organization brand. When there are more job openings than job seekers, the company needs to work hard on selling itself. The employers and recruiters need to paint the picture in such a way that the candidates can visualize their future well ahead in case they get onboard. In such a scenario a small company applicant tracking system unequivocally helps the recruiters to source the best talent in a tight labor market.
1. Hone Your Job Description
If only a few applications are being received then the recruiters need to work seriously on the job descriptions. The hiring manager needs to ensure that the job descriptions that are floating online are updated. The descriptions should portray the qualities (skills/experience) needed, salary offered and future prospects.
A small business applicant tracking system helps recruiters to design well-polished job descriptions that totally adhere to the latest industry trends. They can choose a best-suited one from several templates and customize it as per the needs.
Related: Where to Post Your Job Openings?
2. An ATS builds a Talent Pipeline in Advance
In a tight labor market, time-to-hire plays a very important role. The recruiters need to grab the best talent soon otherwise their competitors will hire the deserving ones. With the help of ATS for small business, the HR team can create a talent pipeline in advance. ATS helps recruiters to proactively cultivate the best quality talent pool that can be searched before drawing job requisition on the internet. This nonpareil approach of building a talent pool helps to save a lot of time, money and effort.
How ATS build a talent pipeline?
In the resume sorting phase, the recruiters come across some great candidate profiles. It could be that the company has no suitable role for them at that time. But they may be useful somewhere down the lane in the future. So, adding or retaining those resumes in the ATS database ensures that a perfect potential candidate is not lost for future roles.
The ATS keeps the candidates engaged as the recruiters can share or email them all the upcoming company recruiting events, job offers, projects etc. This indeed is an incredible way of sourcing the candidates as it requires the least effort and ensures efficiency.
3. Automates Resume Parsing and Screening
Again, there are two major challenges before recruiters in a tight labor market. The first one is resume sifting and the other is parsing the resumes effectively. A small company applicant tracking system completely automates the entire underlying recruiting process right from resume sifting, parsing, formatting, interview scheduling, posting job descriptions to taking the candidates onboard.
The ATS automatically sorts the resume as per the job description or keywords selected by the recruiter. Sorting of the qualified candidates is done within a blink of an eye. Now the recruiters’ don’t have to sift all the resumes manually and waste all their time on resume sorting. The recruiters can focus on other quality works such as finalizing candidates for interviews and preparing offer letters.
Apart from hiring employees from diverse cultures, the small company ATS also helps to avoid unconscious bias by the recruiters which can’t be made possible in manual recruiting.
4. Creating Awesome Candidate Profiles
If it is hard for the organizations to pitch the quality candidates, things are equally the same for the staffing firms. All the recruiting and hiring firms need to create compelling candidate profiles for getting acceptance from their clients. A small company applicant tracking system has an inbuilt resume formatting service. This resume formatting tool parses the resume information and stores in the database. Rich, compelling and attractive candidate profiles can be tailored by using this information.
There are several templates available within the tool that are latest, trending and comply with the industry standards. The staffing firm or the placement agencies just need to pick their favorite one and customize the resume into an enticing candidate profile.
5. Candidate Experience and Employer Brand
It’s a human tendency that the person would be attracted to an organization that he knows or has heard about it. It is very important to have a strong employer brand to pitch the right candidates. The foundation for building a great employer brand comes from a great candidate experience.
A small company ATS plays a crucial role in building a great candidate experience. A single negative candidate experience adversely affects the employer brand, future hiring campaigns as well as provokes attrition rate.
What is the candidate experience?
It is basically the emotions, behavior and feelings that a candidate acquires during the entire recruiting phase. And this has to be too good.
An applicant tracking system ensures a good candidate experience in the following ways:
- Acknowledgment emails are sent to the candidates who apply to the job post by any means (career page, social media and job portals).
- Notifications are sent to the candidates regarding every progress being made in the recruiting stage and their acceptance/ rejections states.
- The interview is scheduled by providing a common calendar where the recruiters can mark their suitable dates followed by the candidates’.
- The talent pool is engaged by sending appropriate emails such as new job openings, upcoming projects, etc.
- The entire onboarding and induction is taken care of by the ATS. Thus, offering a seamless and awesome new beginning to the joinee.
Timely notifications to the candidates help the recruiters from losing great talent.
6. Torture Free Application Process
Well, in a tight labor market scenario, the candidates tend to apply to multiple job openings. They just can’t wait to fill the long application form of one company. It has been noticed that most of the candidates leave the application process in the middle if it’s long and asks for unnecessary details.
An ATS could be a savior. You can just ask relevant details from the candidate and the remaining information gets extracted from the resume. The ATS creates a new candidate profile in the candidate database and uploads the parsed information.
If any additional information is required, that can be acquired in the later recruiting phases. First level sorting requires only basic information.
7. Social Media
Social media is the best place where the employer can paint the internet red. Social media is the only platform where the recruiters can look out for passive candidates as well as prospective ones through recruitment marketing. Social channels such as Instagram, Facebook and LinkedIn help the recruiters to actually understand the true attributes of the candidates. Moreover, the power of social media can be unleashed to hire the best talent in a minimum timeframe.
By posting unique content on these platforms, the recruiters can keep the prospective candidates informed regarding the company’s insights. This also makes them understand what working with that company really entails.
How Recruiteze helps you to become an “Employer of Choice” in the Tight Labor Market?
Recruiting has changed a lot from what it was a couple of years ago. It can be leveraged best when creativity is combined with technology. Take your business to the next level with Recruiteze– a small business applicant tracking system. Recruiteze helps the recruiters to unlock an increased applicant flow in a tight labor market along with optimized time-to-hire.
In a tight labor market of the US, the recruiters need to be smart, efficient and quick to respond when it comes to hiring the best of talents. A little delay and the candidate get swayed by the competitor. Recruiteze helps the recruiters to hire the right candidate by streamlining administration and offering world-class candidate experience. This cloud-based software offers a frictionless experience to the recruiters that help them in providing better leadership insights coupled with data and analytics.